Our purpose is to positively impact people’s lives every day in every home around the world! We work very hard to provide our consumers with high-quality, exciting 5-star products that make life easier. We thrive on passion and innovation and are looking for great people, with great ideas, who want to build the next big thing and develop while they do.

Recruiting for Sales and Marketing Executives who want to manage relationships with key partners, ensuring that the products we build provide meaningful value, helping us in our mission to build community and make the world more open and connected.• Improved organization attractiveness by recommending new policies and practices; monitoring job offers and compensation practices; emphasizing benefits and perks.• Strategized different ways to build talent pipelines and execute on tactical research, referral generation, events and sourcing campaigns• Developed local, national and international recruiting plans, employing traditional sourcing strategies and resources as well as developing new, creative recruiting ideas • Superior analytical skills. Experience using and presenting data to make decisions• Strong ability to attract and retain talent and work with a motivate high performance teams

Recruited for Pharmaceutical Sales Executives• Improved organization attractiveness by recommending new policies and practices; monitoring job offers and compensation practices; emphasizing benefits and perks.• Strategized different ways to build talent pipelines and execute on tactical research, referral generation, events and sourcing campaigns• Developed local and national recruiting plans, employing traditional sourcing strategies and resources as well as developing new, creative recruiting ideas • Superior analytical skills. Experience using and presenting data to make decisions• Strong ability to attract and retain talent and work with a motivate high performance teams

• Internal consultant to proactively understand staffing needs and develop plans to address those needs by providing consultative talent acquisition guidance and driving the execution of hiring/TA strategies and influencing outcomes through coaching and storytelling.• Subject matter expert of hiring practices, recruiting, behavioral-based interview and assessment techniques in order to conduct interviews and make hiring decisions for designated business units.• Oversee the requisition cycle which includes working with enterprise leadership to develop, improve and evaluate overall strategies and/or change and implement new strategies on the national and local level as needed.• Conduct hiring manager meetings to identify expectations, clarify process/potential challenges and provide regular updates to create a communication pathway that promotes a partnership for acquiring the necessary talent.• Full knowledge of current market place and trends to ensure competitive hiring through best practices.• Deliver high-quality recruiting results based on established metrics.• Provide management reports summarizing progress towards recruiting metrics and identifying trends that have an impact on the business through business updates/quarterly business reviews.• Partner with groups such as Diversity in working toward developing qualified intern candidate pools and pipelines.• Reports progress of hires from diversity events and shares information with the TA team and business.• Identify and build relationships with passive talent for future roles, assessing both functional capability and potential for culture fit

Started with the team at Stub Hub and moved to eBay!• Responsible for full life cycle recruiting: gathering requirements from hiring managers, sourcing, screening, submit, interviewing, presenting to client, coordinating/managing interview process, follow up with candidate, pre-closing, negotiating salary package, relocations, presenting offer and closing the candidate for all eBay and Stub Hubs locations throughout the United States, South America and Europe. Roles such as but not limited to, Analytics, Marketing, Communications, Legal and Pricing. • Source/search candidates using Workday database, Linked-In Recruiter, Career Builder, Indeed, Google etc.• Consult and advise hiring managers on talent market and collaborate with on position requirements, skills and technologies needed and make recommendations regarding talent market

• Responsible for sourcing and identifying passive candidates for niche/hard to fill roles at USI across various functions and various levels including up to executive level roles. Independently develop innovative sourcing strategies providing consultation to recruiting and business partners. Utilize current sourcing tools and present additional sourcing tools to enhance recruitment efforts• Create innovative candidate sourcing strategies and help drive recruiting campaigns and job openings. Proactively conduct research and investigate new ideas to execute innovative sourcing strategies. Strong focus on sourcing passive candidates through networking, direct recruiting, referrals, professional associations, advanced internet searches, college recruiting, social networking and research to meet talent demands• Develop and maintain strong working relationships with multiple stakeholders, including functional hiring managers, HR partner, and TA Operations in order to foster partnerships that yield consistent on-going communication, high-quality results, and efficient processes in order to build TA function credibility.• Support and train hiring managers with identifying candidate profile, interview criteria and competencies to ensure interviews are conducted efficiently and professionally• Manage daily required activity to discuss USI employee value proposition, phone screening, scheduling meetings and managing the candidate through the entire process

Commercial (December 2014– January 2016)Direct Channels (December 2012–December 2014)Connecticut Market (January 2011-December 2012)• Responsible for all stages of the hiring process including: sourcing; screening & interviewing candidates; negotiating, extending & closing offers and completing on-boarding documentation • SME to business partners by providing creative methods of building diverse and highly qualified candidate pools, prescreening and interviewing candidates and facilitating the selection process• Led the recruiting efforts for a new contact center and successfully ramped the site in less than a year.• Collaborated with senior leaders in each line of business to develop effective recruitment.• Influenced process improvements and implementation of change initiatives as a key stakeholder on numerous projects impacting future state of the business.• Acted as a talent advisor by providing insight and direction based on expertise in talent acquisition• Post positions utilizing web sites, Linked-In Recruiter, Glassdoor, Twitter, Monster, and other social media• Establishes a strong presence in communities and organizations that will directly lead to continuous candidate referrals• Facilitates and maintains the interview process to ensure timeliness and thoroughness• Keeps current with labor market and Total Value to evaluate compensation trends, the impact on hiring and offers • Led Senior Recruiters to develop and present “Innovative Recruitment Practices for Retail & Direct Channels” • Worked closely with Global Mobility on US and cross border relocations• Partner with HR Leadership and Total Value to present and approve out of guideline offers • Team liaison or “Super User” for Brass Ring, shared updates and daily/weekly training

• Overall management responsibility for the Corporation’s criminal background screening program and process• Completed Background Screening process for pre-employment background screening; including, criminal, fingerprinting, drug testing, SSN verification, and bank enforcement database investigations• Identified risks and operational efficiencies and recommend action to mitigate risk• Assessed facts; present proposals to head of Corporate & Information Security and partner with HR Services to obtain policy guidance when any “positive hits” occur outside of current policy parameters • Redesigned the current Background Investigation policy and created a ‘decision matrix’ to streamline the hiring process• Managed vendor reporting and invoices and budget allocation. • Provided information to Information Technology for future integration with HR Systems• Collaborate with Legal when required• Negotiated contract with new Background Investigation vendor • Managed company wide fingerprint initiative of all employees, I capture and then submit digitally to the FBI of employees fingerprints

• Recruited and interviewed for all management positions within 11 distribution and production facilities throughout the New England Market Unit• Focused on diversity hiring for management positions achieving 80% diversity hires; was chosen to lead and implement 2008/2009 diversity team and projects• Developed divisional standard operating procedure for recruitment process to ensure compliance to OFCCP regulations as well as state and federal laws• Conducted audits throughout the New England Market Unit to ensure OFCCP guidelines were adhered to • Facilitated training programs for all supervisors and managers on a new recruiting process using the Vurv applicant tracking tool and behavioral based interviewing techniques• Managed the recruiting process to ensure consistency in hiring practices to include, but not limited to, the posting of all positions, the utilization of behavioral based interviewing and candidate offers• Partnered with local, urban non-profit agencies to increase recruitment of diversity applicants• Coordinated and conducted both internal and external career fairs throughout the New England Market Unit• Built and maintained a successful partnership with local Military Agencies to recruit Military personnel returning home from active duty ‘Heroes for Hire’• Partnered with the Camp Coca-Cola program and the community to interview students and counselors for enrollment and employment at the summer camp• Consistently exceed “time to fill” goals for all positions• Developed a referral program between local technical and vocational schools to aid in recruitment of higher-skilled laborers• Submitted, conducted and reviewed background investigations for hire approval through out Northeast• Analyzed key business indicators such as turnover and employee satisfaction data for trends